You may not be hiring right now, but chances are that you’ll need a new digital marketing team member in the next 8-12 months. With the technological landscape changing at such an overwhelming rate, how can you be sure that whoever you hire is going to be able to keep up the pace over time? Now, we’re not telling you to go out and hire a bunch of Millennials (no offense to them!), because there are no age limits on finding a successful digital marketer. There are some personality and work markers that you want to be on the lookout for — small hints that you’re on the right track with your potential hire. Keep these tips in mind next time you’re looking for digital talent for your marketing team.
Openness to Change
Finding someone who is mentally flexible enough to deal with the ever-changing landscape that is digital marketing will help you accomplish your goals both now and in the future. Look for telling signs such as someone who indicates frustration with changes initiated by others, or who doesn’t appear to stretch themselves mentally. While these individuals may be highly competent in their current roles, you have to consider what will be coming in the future — something most of us cannot even imagine at this time.
Teamwork and Communication
One asset that never goes out of style is a team member who is willing to work collaboratively with others. This is increasingly important as digital marketing builds in complexity. It’s nearly impossible for one individual to possess all of the necessary skills to accomplish digital marketing tasks, meaning the ability to accurately communicate deadlines and deliverables, as well as interact well with others, are crucial requirements for today’s digital marketers.
Case Studies in Brand Building
Your online reputation is one of the most important assets that your business owns, making it extremely important to continue building your brand using a variety of new media. Check in with candidates on how they would leverage social media, earned media, search and other non-traditional options for building a brand. If their stock answer is to run a display ad, you may want to keep looking until you find someone who’s more comfortable with influencer marketing and social options.
Be a (Friendly!) Stalker
Finding the right fit for your team goes far beyond prior roles, skills and abilities, and even personal recommendations. You need to know that the individual you select will be a good cultural fit for your organization and for your team. It may feel a bit uncomfortable, but don’t be afraid to go incognito on LinkedIn and explore their professional profile and contacts. Not only will you be able to see if they’ve built up a robust network, but you can also see if you have shared contacts who may be open to sharing more about the individual. It’s probably a given, but you’ll want to sneak a peek at their social profiles, too. It’s an unfortunate fact that many people make bad decisions on social media, but you don’t want to reflect poorly on your organization.
Accurately Develop Your Roles and Responsibilities
There are so many different permutations of digital marketers today, that it’s important to fully define exactly what type of individual and skillsets you are looking for. You might need an individual who is an exceptional writer or artist to interact with others on social media, or you might need more of an analyst to review and optimize your reporting and campaign structures. While both of these individuals technically fall in the digital marketing realm, they are radically different in terms of skills and even personality types. DigitalMarketer.com created a comprehensive kit that helps you define everything from reporting structure to job details — give it a look and clarify your requirements!